Recruitment Process can be defined as “it is a method to draw in and discover prospective workforce to fill the vacant post in the business”. The HR Recruitment Process assists to hire prospects based upon their ability to work and mindset which is necessary for achievement of organizational objectives.

The Recruitment Process in human resource management starts with identification of job vacancy in the organization, later on the HR department examines the task requirement, evaluate the job application, screen and shortlist the preferable prospects and the process ends with hiring of right and best candidate for the job.

What is Recruitment Process in HRM?

The recruitment process is the most crucial function of HRM department. The Human Resource Manager use different strategies to reach the possible prospect. The recruitment technique utilized to get in touch with the prospects differs based on the source of recruitment.

The Recruitment In-charge often gets the job done analysis to discover the abilities and capability to perform the task. Once the skills and capabilities needed are clear they start looking for individuals with such specialties. The HRM department discusses the potential candidate about their job profile and the benefits (rewards) they can get from the organization. The candidates thinking about the task are further screened, interviewed by HR and lastly finest fit candidates are picked for the task. In other words, a good hiring process involves the following:

1. Identify the Recruitment Needs through Job analysis

2. Recruitment or Manpower Planning

3. Writing or Creating a Right Job Description/li >

4. Advertisement for Open Job Vacancies

5. Screening of Job Applications

6. Initial Short- Listing of the Candidates

7. Conducting Interviews

8. Assessment of the Applicant

9. Reference/ Background Check

10. Issuance of Job Offer Letter

11. Joining & On-boarding

Methods of Recruitment

There are 3 considerable techniques of recruitment which are frequently used in the corporate world particularly:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. Third Party Recruitment Methods

The significant distinction in between direct and indirect method of recruitment is that the organization send out an agent to call the possible candidate (which means direct contact) in the case of direct recruitment approach while in the case of indirect recruitment techniques the candidates are notified about job vacancy through different channel of ad.

1. Direct Recruitment Methods:

The school recruitment is a significant part of recruitment brought out utilizing direct technique. The organization sends a representative from HRM department in educational institutes to connect with potential candidates. The candidates who are seeking for jobs are explained about the job vacancy in the company and the abilities which are required to perform the task. The representative communicates with the candidates with the help of placement cells of the organizations. A rundown session is carried out before the actual screening and interview procedure.

The Organization (Employer) gets details about the academic records of the candidates through the placement cell. Once the organization is guaranteed about the existence of excellent working abilities in the candidate the Personnel Representative is sent out to the institution to carry out recruitment procedure. The organization usage various recruitment approaches like carrying out seminars, taking part in conventions, task fair to recruit the candidates using direct method. Through this method the prospects from the academic background of engineering, management and medical science are mostly recruited by the organization.

1. Indirect Recruitment Methods:

In the indirect technique of recruitment the company use the ad channel such as news papers, radio, job websites, radio, television, publications and expert journals to reach the prospective prospects. The advertisement supplies information about the task requirement, the range of salary used, the kind of job (complete time or part-time) and task area. The candidates who have an interest in the job get it and share their resume with the organization.

The Personnel Management (HRM) Department of a company uses indirect approach of recruitment in 3 circumstances:

1. When company doesn’t have a suitable staff member who can be promoted to carry out the greater position jobs.

2. When the organization is brand-new to the work area and want to reach out brand-new skill in the market

3. This technique is frequently used to fill up the job in clinical, technical and expert department.

To fill the greater position in the organization the commonly dispersed ad is really useful as it assists the business to reach different appropriate candidates. Many organizations also utilize blind advertisement to connect prospects in which the identity of the organization is not exposed.

1. Third Party Recruitment Methods:

The 3rd celebration technique of recruitment includes the helping hands which are outside the company. The Recruitment Consultant or Employment Agencies, Search & Select Companies, Employee Referral, Voluntary Organization, Data Banks, job Trade Unions and Labor Contractors are different channels which assist the organization to establish contact with the possible candidates.

Recruitment Process Steps

Broadly, there are 5 steps of recruitment procedure in HRM which is used by lots of business in corporate world to increase the effectiveness of working with. The five Recruitment Process Steps make sure that recruitment takes location without any disruption and within the allotted period. It also assists to preserve compliance and consistency in the recruitment process.

Five Best Recruitment Process Steps:

1. Recruitment Planning

2. Strategy advancement

3. Searching

4. Screening

5. Evaluation and control

Recruitment Planning

It is the primary step of HR Recruitment Process in which the task vacancies in the organization are analyzed and appropriate job description is prepared. It likewise includes preparation of job specification and details about qualification and skills required to carry out the task.

This action is very essential for recruitment procedure as it assists in drawing in the right and suitable prospects for the job. Based upon the education and experience requirement explained in the recruitment strategy a pool of interested candidate can be produced.

Strategy Development

After the task description and task specification is prepared the company chooses the variety of employees needed to deal with the profile to close the vacancy as quickly as possible. The employer chooses the method that must be embraced for effective recruitment of employee. The tactical draft consists of the list below point:-

1. Sources of Recruitment- Based upon the job position and skills required to carry out the job the employer pick the source of recruitment. The and external are the two categories of the recruitment source. This decision is vital as remainder of the recruitment strategy is based upon this action of recruitment.

2. Methods of Recruitment- The HRM department selects the method of recruitment whether the company desires to hire the prospect using direct or indirect method. A lot of business now are utilizing third party recruitment method and outsourcing some part of recruitment process to the experienced consulting companies.

3. Geographical Area- The area of job is fixed and hence recruitment team needs to choose the area from which they can search candidates who want to join the task. The location in which large quantity of certified prospects are situated is selected to search the ideal employee for the organization.

4. Make Employees or Buy Employees- The financial investment needed for recruitment is depending on this choice. The company can choose to choose the proficient workers and pay them proper income or can selected less competent people and trained them to perform better.

Searching

The searching action is divided into 2 parts that is:

Source activation

Selling.

The activation occurred when the department which has vacancy confirms it to the HR manager about the requirement